Votre recherche

L’écrivain réputé Samuel Archibald a profité de son statut de professeur de littérature pour avoir des relations sexuelles avec deux étudiantes sous son autorité, conclut une enquête indépendante commandée par l’Université du Québec à Montréal (UQAM). Une de ces femmes l’accuse même de l’avoir étranglée lors d’une relation sexuelle non consentie. Des actes « graves » et « hostiles » qui ont mené à son départ en catimini de l’UQAM l’an dernier.

La « culture du silence », selon l'expression consacrée, prendrait-elle fin ? Le témoignage des actrices qui ont précipité la chute du producteur américain Harvey Weinstein, entraînant une libération – une libéralisation ? – de la parole. Logiquement, ce sont les réseaux sociaux qui s'en sont fait l'écho, amplifiant les messages de colère, tristesse ou de soulagement. #MeToo, autant que le plus virulent #BalanceTonPorc, ont marqué profondément, jaillissant de toutes parts, et dénonçant le harcèlement sexuel vécu sous toutes ses formes. Alors, dans l'édition ?

Quatre publications en l’espace d’une semaine, près de 250 abonnés constatés ce 14 avril… 1134, au 15. Balance ton éditeur est un collectif réuni pour lutter « contre le harcèlement, les discriminations et les mauvaises pratiques dans le monde de l’édition ». Mais avant toute chose, une précision d’importance : les fameuses pratiques dénoncées ne sont pas que le fait des hommes. Utile à rappeler…

Despite its image as a bastion of liberal thinking and its unusually high percentage of female workers, the publishing industry still has a significant sexual harassment problem.

Ce 21 avril, Mediapart a publié une enquête fouillée relatant des accusations de harcèlement sexuel envers Stéphane Marsan, patron d'une grande maison d'édition. Mais contrairement à d'autres #MeToo, celui-ci n'a pas trouvé beaucoup d'écho...

Plus d’une centaine de femmes travaillant dans le livre signent un texte dénonçant un climat délétère et des inégalités flagrantes. Elles demandent que les entreprises de l’édition prennent leur responsabilité.

As colleges and universities increasingly award video gaming scholarships, field competitive esports teams, construct esports arenas in the centers of campuses, and promote student interaction through gaming, schools should anticipate the sexual cyberviolence, harassment, and technology-enabled abuse that commonly occur through gaming.

As of 2019, there are an estimated 2.5 billion garners globally. Roughly half of all garners are female. Despite the figures, there is a serious underrepresentation of female gainers in the professional gaming and game development community. It is thus important to examine the underlying causes hindering equally capable female gainers and game developers from pursuing a serious career in gaming, at par with their male counterparts.In this article, the authorexamines the impact of the culturalassociationof games with the male demography, stereotypes andstructuralbarrierslimiting women from realizing theirfullpotential, female representation in video games and workplace, pervasive misogyny and sexual harassment of women across all levels in the industry, and lastly, the steps that can be taken to better the status quo in favour of women.

Competitive video gaming or esports has captured the attention of hundredsof millions ofpeople acrossthe globe. With that attentionhas come billions of dollars' worth of investment and promotion. But, it has also exposed an underlying toxic environment that features widespreadsexual andgender harassment. This pervasive culture of harassment threatens to derailthe esports industry and mars the promise of gender equity in one of the few competitive "sports"where physical strength, agility and body size do not dictate success. In this Article, we examine the rise of competitive gaming, and provide an in-depth analysis of the pervasive issue of harassment that permeates esports. We then propose a series of tangible reforms that would hold harassers and their corporate accomplices accountablefor their harassingbehavior.

Since the 1990s, conversations about the dearth of women working in the video game industry have centered on three topics: (1) ways to draw more women into the field, (2) the experiences of women working in the industry, and (3) the experiences of those who once worked in the industry but left. Although there has been considerable research on the conditions and occupational identities of video game developers, less scholarly attention has been devoted to women in gameswork, the barriers/obstacles and challenges/opportunities they face, and how they talk about their experiences. This article offers a feminist approach that demonstrates how discourse focused on affect can be reread as intimately related to silences about power and how the rhetorical constraints that public speech imposes upon what can be said about “women in games” aid us in understanding what might remain unspoken, and why.

Review: Cooperative Gaming: Diversity in the Games Industry and How to Cultivate Inclusion, by Alayna Cole and Jessica Zammit. 2020. CRC Press. xv + 95 pp.

The esports, or competitive video gaming, industry is an exciting area of economic and cultural growth. Gaming can facilitate interpersonal connection, shared problem-solving, and creativity. Players may purchase a game, watch a streamer play it online, join an online gaming community, attend a tournament, compete professionally, or find employment in game development or a related field. The gaming industry generates enormous economic value and employs tens of thousands of people in the UK alone. However, the esports sector does not extend its benefits equally. Women are regularly verbally harassed in video games, countless women have been groped at esports events, women have been raped by professional players, underage fans have been groomed. Abuse is endemic to online gaming communities.

This article interrogates the localized experiences of present-day workers who identify as women in Australian postproduction sectors, including editing, visual effects (VFX), and animation, exploring sex­ ism and perceptions of change in the age of #MeToo. Considering the significant numbers of women working in these sectors, and the scant research into their experiences undertaken in an Australian context, the authors conducted semi-structured interviews with ten women in various roles and in various geographical locations in Australia. This qualitative approach to data collection aims to explore inequalities that may not be captured in industry surveys, providing fine-grain details of the ways that individuals in postproduction experience sexism. The resulting data suggests that while there is continuity between the gendered experiences of these workers and that of women in industry sectors that have already been documen­ ted, there are, however, new observations about changes in work­ place behavior in the sector, brought about by growing public awareness of industry discrimination and harassment and of shifts in Australian industry policy. The authors isolated recurring themes within women’s gendered experiences in relation to how they per­ ceived the impact of the gender-equity initiatives on the attitudes of their co-workers, their workplace opportunities, and their experi­ ences as workers.

In India, the 2012 Delhi gang rape case catalyzed protests for women’s rights, particularly in regard to their safety. These demands were rekindled with vigor anew with the eruption of the #MeToo movement. In the Indian film industry, the most visible change appeared in the gradual increase of films with womenleads. But behind the scenes, there has been comparatively less change in female representation. Currently, approximately less than 10% of film directors in India are women. Considering the impor­ tance of having stories about women being made by women, in this article I examine the factors that hinder women’s entrance and tenure in the Mumbai film industry. I argue that a composite of concerns, including but not limited to reputability and personal security, thwarts women’s progress in the industry. I base my con­ clusions on interviews with women and men working in the film industry, conducted in Mumbai in 2017. I use the framework of the Ambivalent Sexism Index developed by psychologists Glick and Fiske in 1996, and revised in 2013, (1996, 2001, 2013) to examine my interviewees’ encounters with hostile and benevolent sexism. This article complicates our understanding of the reasons that limit the work of women beyond explanations of overt discrimination.

Gone are the days where only men were the breadwinners of a family. With opportunities expanding and people moving forward into a contemporary world, gender disparity regardingemployment has become a thin line. We are in an era where both men and women workfor a living and contribute to theirfamily. Women are now coming forward and stepping into powerful positions and leaving their marks in various industries. However, there are many issues that demotivate women from coming forward. One such major issue is the absence of a healthy and safe working environment. Sexual Harassmentat Workplace is a violation of a woman's fundamental rights under Article 15, 19 and 21. It makes a woman insecure and causes severe mental trauma which in turn makes her quit the job or affects her self-confidence. Women are not sex toys for pleasure or the weak vulnerable section of humankind, but years of the patriarchalsystem that silenced women have resultedin women being subject to such exploitation.